PPT of Recruitment selection and process of top companies, also Describes about the Types of Recruitment, Man Power Types Cost of Hiring and Quality

1. Recruitment Selection and
Process
Sanvels Consulting Services I Pvt. Ltd.
Arumbakkam, Chennai

2. Do you agree?
• Great companies ―first got the right people on
the bus, the wrong people off the bus, and the
right people in the right seats – and then they
figured out where to drive it.‖
• Good to Great: Why Some Companies Make the Leap and Others Don’t –
• Jim Collins

3. Manpower Planning
• Manpower Planning is a Process by which an
organization ensures that
– Right number of people
– Right kind of people
– At the Right time
– At the Right place
– Doing the Right things for which they are suited
for achieving the goals of the organization.

4. Factors affecting Manpower Planning
• Sales and production forecasts
• The effects of technological change on task needs
• Variations in the efficiency, productivity, flexibility
of labor as a result of training, work
study, organizational change, new
motivations, etc.
• Changes in employment practices (e.g. use of
subcontractors or agency staffs, hiving-off
tasks, buying in, substitution, etc.)

5. Factors affecting Manpower Planning
• Variations, which respond to new
legislation, e.g. payroll taxes or their
abolition, new health and safety requirements
• Changes in Government policies (investment
incentives, regional or trade grants, etc.)

6. Manpower Planning
• Two Steps
– Demand Forecasting
– Supply Forecasting

7. Demand Forecasting
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Bottom Up Technique
Delphi Technique
Nominal Group Technique
Ratio Analysis
Regression Analysis

8. Supply Forecasting
• Internal Supply
• External Supply

9. Recruitment
• Recruitment is not about filling jobs that are
currently vacant – it is about making a
continuous, long-term investment to build a
high quality workforce capable of
accomplishing the organization’s mission now
and in the future

10. Recruitment is a critical management
function that all levels of the organization need
to be involved in planning and implementation

11. Global Sourcing is
changing the shape of the
business world!!!
• Features of the ‘New’ World
• global sourcing barriers fading away
• Disappearance of the Time Zones
• Transformation of the work processes into
pieces that can be constructed and
deconstructed

12. Changing Role of HR: Modified
Recruitment Structure
• Currently organisations use one or more of the following staffing
structures:
• Decentralized Staffing Model —Allows individual business units to
develop and fill their own staffing plans.
• Hybrid Staffing Model —Combines decentralized approach with
certain centralized (or shared services) components.
• Outsourced Staffing Model —Promotes efficiency, consistency and
potential cost saving
• HR Business Partner Structure —HR business partners work with
designated business units.

13. How do organizations structure their
recruiting departments?

14. • Three Main Functions of Recruitment Process
are:
– Attract a pool of suitable candidates
– Deter unsuitable candidates from applying
– Create a positive image of the organization

15. Internal Recruitment
Vs.
External Recruitment

16. Recruitment from Inside
Advantages
Disadvantages
 Career plan for existing workers &
morale
 Existing employees may not bring-in new ideas
to their new job (inbreeding).
 Motivator for good performance
 Lower level employees may not have capacities
required at higher jobs.
 Relatively easier assessment of
applicants as information is available
 Reduced recruitment costs (travel
expenses)
 Causes succession of promotions
 Have to hire only at entry level.
 High-powered employees might not be able to
wait long enough for their turn (―political‖
infighting for promotions).
 Internal strife for the post might impact
negatively on possibilities for team work
among existing employees.
 Need for management development program

17. Recruitment from Outside
Advantages
 Larger pool of talent.
 Objectivity and extensive effort put into the
process likely to lead to a better candidate
selection.
 New industry insights, ideas, way of thinking
& approaches might challenge existing norms
and act as catalyst in continuous improvement/
innovation.
 Cheaper and faster than training professionals.
 No group of political supporters in
organization already.
Disadvantages
 Relatively higher costs.
 Risky of getting the wrong person.
 May cause morale problems for
internal candidates not selected.

18. Sourcing Channels
Internal
• Job Posting
• Skills Data Base
• Employee Referrals by Other
Departments
External
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Advertisement
Placement Agencies
Internships
Job Sites
E-Recruiting
Campus
Data Base
Alumni
Associations/Interest Groups/
Networks
Temporary Leasing
Employee Referrals
Passive Recruiting (Unsolicited application)
Career Fairs

19.  Despite the importance of strategic workforce
planning, most HR departments have not yet developed a
formal plan to participate in their companies’ business
cycles.
 Ninety percent of HR departments have no independent
planning and forecasting function, and many HR
departments have no formal staffing strategy of any kind.
 Rather, they tend to operate independently of the business
cycle, developing reactive staffing solutions instead of
proactive strategies that anticipate movements in the
business cycle.

20. Recruitment Strategy: A Six Step
Approach
Recruitment strategy should answer the following
questions related to their target populations:
1.
Who is being targeted through the recruitment?
2.
Where is the appropriate place to recruit clients?
3.
When should recruitment be done?
4.
What messages should be delivered during recruitment?
5.
How should the messages be delivered?
6.
Who is the most appropriate person to do recruitment?

21. Talent Forecasting
• 1. Business strategy —Integrates projected
company growth in terms of activity, output and
revenue.
• 2. Human capital need —Translates business
strategy into staffing requirements.
• 3. Projection of future vacancies — Based on
difference between staffing requirements and
current capacity.

22. Strategic Recruiting Stages
Human Resource Planning
•
How many employees are needed?
•
When employees will be needed?
•
What specific KSA’s are needed?
Organizational Responsibilities
•
HR staff & operating managers
•
Recruiting presence and image
•
Training of recruiters

23. Strategic Recruiting Decisions
• Organizational-based Vs. outsourcing
• Regular Vs. flexible staffing
• Recruiting source choices
Recruiting Methods
• Internal methods
• Internet/ web-based
• External methods

24. Selection
• The process of assessing candidates and
appointing a post holder
• Applicants short listed – most suitable
candidates selected
• Selection process – varies according to
organisation.

25. Selection Tools
• Interview – most common method
• Psychometric testing – assessing the personality of the applicants –
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Measures of personality
Honesty test (substitute to polygraph)
• Aptitude testing – assessing the skills of applicants
•
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Measures of proficiency, achievement, or knowledge
Measures of mental ability or intelligence
• In-tray exercise – activity based around what the applicant will be doing
• Presentation – looking for different skills as well as the ideas of the
candidate
• Assessment Centres – battery of tests

26. Choice of Selection Methods
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required

27. When using psychological tests..
• Clearly identify the objectives
• Uses a battery of test that can give range of information
• Have trained psychologists conduct and interpret tests
• Use personality testing as an adjunct to the recruitment
or career planning process and exploit its
developmental power
• Adapt tests to Indian situations

28. Determining Selection Standards
• Sources of Information about Applicants
• Application Forms
• Reference Checks
• Physical Examination
• Selection Tests (Reliability & Validity)
• The Selection Interview

29. Recruitment: Return on Investment
(ROI)
• Recruitment return on investment
(ROI) understands and compares the
elements, costs and risks of a
recruitment related project to the
expected benefits

30. What to Measure: Hiring
Recruiter Effectiveness
RE = RT+TF+HR+C/H +QH
N
RE =
RT =
TF =
HR =
C/H =
QH=
N=
Overall Recruiter effectiveness
Response Time
Time to Fill
Hire Rate
Cost Per Hire
Quality of Hire
Number of Indices Used.

31. Cost Per Hire
CPH = SC+ST+MC+PC+TR=RL+MS
H
SC =
Sourcing costs (Advertising + Agency Fees + Employee Referrals)
ST =
Staff Time [Travel + Interview ] x [Recruiter Pay and Benefits] or External
Agency Fee
MT =
Management Time x Managements Pay and Benefits
PC =
Processing Costs/ Operating Expenses
TR =
Travel Cost of Applicants
RL =
Relocations Costs
MS =
Miscellaneous
H=
Full Time or Part Time Employees Hired

32. Quality of Hire (QH)
QH = PR + HP + HS
N
PR=
HP=
HS =
N=
Average job performance ratings of new hires
Percent of new hires promoted within one year
Percent of new hires retained after one year
Number of indicators used
Satisfaction of new employees with hiring.
Satisfaction of managers with new employees.

33. Time to Fill
TF =RR – OD
RR =
Date requisition is received
OD =
Date offer is accepted
Number Hired (Hit Rate)
HO = OA/OE
OA =
OE =
HO =
Offer accepted
Offers extended
Percentage of offers that result in hire

34. The Employment Value Proposition
The set of attributes that the labor market and employee perceive as the value they gain
through employment in the organization.
Rewards
Compensati
on
Health
Benefits
Retirement
Benefits
Vacation
Opportunity
Development
Opportunities
Future Career
Opportunities
Organization
Growth Rate
Meritocracy
Organizational
Stability
Organization
Customer Prestige
Diversity
Empowerment
Environmental
Responsibility
Ethics
Great Employer
Recognition
Well know Brand
Market Position
Product/ Service Quality
Organization Size
Social Responsibility
Technology Level
Work
Business Travel
Innovation
Job Impact
Job-Interests
Alignment
Location
Recognition
Work Life
Balance
People
Camaraderie
Collegial Work
Environment
Coworker Quality
Manager Quality
People
Management
Senior Leadership
Reputation
Corporate Leadership Council

35. Want to Be a Customer of us for your recruitment needs????
Send a mail to shankar@sanvelsinfo.com stating your needs
Visit our website @ www.sanvelsinfo.com